The City’s classification and compensation system was last reviewed and updated in 2023. The project includes a review of the City’s current system, a market study and analysis of comparable public and private sector positions, recommendations for changes and improvements to the compensation system and policies governing it, and a cost analysis with recommendations for implementing changes to the system. The City’s current compensation structure contains assigned pay grades with a minimum, midpoint, and maximum, with the market rate set at the minimum. The City’s classification system has been maintained and kept up to date since the last review. However, classifications should be reviewed, as necessary, to ensure the compensation study is successful and results in a competitive pay structure. The City utilizes pay-for-performance. The City’s objectives include updating its current compensation system to: 1. Attract and retain qualified employees. 2. Ensure positions performing similar work with essentially the same level of complexity, responsibility, and required education, knowledge, skills, and abilities are classified together. 3. Provide salaries commensurate with assigned duties. 4. Maintain a competitive position with other comparable government entities and private employers; and, 5. Review the current pay philosophy and practices for competitiveness and analyze the lowest minimum salary within the system to determine if it continues to produce a living wage.
